Employee Training Essay

In today’s demanding business world, learning is of critical importance. Successful learning, the application of what has been learnt to the workplace through successful transfer of training and a positive work environment is what measures individual and corporate performance. As employees are chosen to learn, it is usually in the form of structured training (Schimic & Jevremovic 2011). Due to global competitive pressures structured training does not help the employee retain enough knowledge to be useful in the workplace, as mostly the transfer of training fails when the employee is reinserted. This can be due to a variety of factors such as poor trainee characteristics, poor training design and a poor working environment with no support from peers and management (Wilson & O’Connor 2000). However, large learning organisations such as Google have adopted new forms of subordinate training in the form of a twenty percent day in conjunction with successful knowledge management. Other models such as the seventy twenty ten model are also been more widely used by the larger organisations of today. Following the andragogy framework this new form of subordinate training proves advantageous from both a workers and an organisational perspective by increasing the salary of workers whilst in turn improving productivity and profit for the organisation.

The definition of learning is a broad one as there is no simple definition. However, it is known that learning can occur permanently when an internal and external change is observed. The permanent external change is known as behaviorist and this occurs due to experience (Cross 2007). The permanent internal change is cognitive and will also occur due to mental associations. Furthermore, within the workplace three different types of learning can occur. These are implicit, self directed and guided learning. Implicit learning in its simplest definition is day to day learning. Prime examples of implicit learning include, an